ZipRecruiter

Log In

1

Employee Experience Analyst Jobs (NOW HIRING)

Armor Health

Employee Experience Specialist

Miami, FL · On-site

$49K - $59K/yr

Ensure HRIS systems is leveraged to collect and analyze ways to improve HR processes. * Inform ... Partner with departments involved with the employee experience plan (IT, Site Leadership, HR ...

CBN Brand

Customer Experience Analyst

$21 - $24/hr

Customer Experience Analyst The Christian Broadcasting Network (CBN) is seeking a Customer ... This professional will also ensure alignment between customer and employee satisfaction by ...

Ibotta, Inc

Customer Experience Analyst

Denver, CO · On-site

$50K - $63K/yr

Ibotta is seeking an Customer Experience Analyst to join our innovative team and contribute to our ... Employee Stock Purchase Program, and 401k match. Denver office perks include paid parking, snacks ...

Trinnex Inc.

$125 - $150/hr

CDM Smith is seeking Senior Digital Employee Experience (DEX) Analyst to join the Business Technology team. This individual plays a key role in strengthening CDM Smith's Digital Employee Experience ...

previous pagenext page

Showing results 21-40

All JobsBusiness JobsHuman Resources JobsEmployee Experience Analyst Jobs

Employee Experience Analyst information

See salary details

$10

$36

$68

How much do employee experience analyst jobs pay per hour?

As of Sep 8, 2026, the average hourly pay for employee experience analyst in the United States is $36.14, according to ZipRecruiter salary data. Most workers in this role earn between $22.12 and $46.39 per hour, depending on experience, location, and employer.

What does an employee experience analyst do?

An Employee Experience Analyst is responsible for assessing and improving the overall experiences of employees within an organization. They collect and analyze data related to employee engagement, satisfaction, and workplace culture to identify areas for improvement. By leveraging surveys, feedback tools, and analytics, they help design and implement strategies to enhance employee well-being, productivity, and retention. Their work often involves collaborating with HR, management, and other departments to ensure a positive and effective work environment.

What are the key skills and qualifications needed to thrive as an employee experience analyst, and why are they important?

To thrive as an Employee Experience Analyst, you need strong analytical skills, experience in HR processes, and often a relevant degree in human resources, business, or psychology. Familiarity with HRIS platforms, survey tools like Qualtrics, and data visualization software such as Tableau or Power BI is typically required. Excellent communication, stakeholder management, and problem-solving skills help you translate data into actionable insights and foster positive workplace experiences. These abilities are crucial for driving employee engagement, improving organizational culture, and supporting strategic HR initiatives.

How does an employee experience analyst typically collaborate with other departments to improve workplace culture?

Employee Experience Analysts frequently work cross-functionally, partnering with HR, IT, and management teams to gather insights and implement initiatives that enhance the workplace environment. They may conduct surveys, analyze feedback, and facilitate workshops to identify areas for improvement. Collaboration is essential, as analysts often present their findings to leadership and work together to design and roll out new programs that foster engagement and satisfaction. This role requires strong communication and project management skills to ensure recommendations are effectively put into practice.

What is the difference between Employee Experience Analyst vs HR Data Analyst?

AspectEmployee Experience AnalystHR Data Analyst
Required CredentialsBachelor's in HR, Business, or related field; certifications in HR or data analysisBachelor's in HR, Business, Statistics, or related field; certifications in data analysis or HR analytics
Work EnvironmentFocus on employee engagement, surveys, and experience improvement initiativesFocus on HR metrics, data reporting, and workforce analytics
Employer & Industry UsageUsed in HR departments across various industries to enhance employee satisfactionUsed in HR and analytics teams to interpret workforce data and inform HR strategies

The Employee Experience Analyst and HR Data Analyst roles share similar educational backgrounds and work environments, often collaborating within HR departments. While the Employee Experience Analyst emphasizes improving employee engagement and satisfaction through surveys and initiatives, the HR Data Analyst concentrates on analyzing HR data to support decision-making. Both roles are vital in fostering a positive workplace culture and rely on data analysis skills, but their primary focus areas differ.

More about Employee Experience Analyst jobs

What cities are hiring for Employee Experience Analyst jobs?

Cities with the most Employee Experience Analyst job openings:

What states have the most Employee Experience Analyst jobs?

States with the most job openings for Employee Experience Analyst jobs include:

What are popular job titles related to Employee Experience Analyst jobs?

For Employee Experience Analyst jobs, the most frequently searched job titles are:

Employee Experience Analyst jobs near you
Infographic showing various Employee Experience Analyst job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, and 4% Contract. Highlights an 91% Physical, 1% Hybrid, and 8% Remote job distribution, with an average salary of $75,165 per year, or $36.1 per hour.

Manager, Employee Experience, Total Rewards

Raleigh, NC • On-site

Capitol Broadcasting Company Inc
See more jobs at Capitol Broadcasting Company Incexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 11 days ago

Key responsibilities

  • Own the day-to-day administration and analytics associated with benefits and total rewards.

  • Analyze employee data, program participation, and feedback to evaluate program effectiveness and inform strategy.

  • Partner with HR, Payroll, Finance, and vendors to ensure data accuracy, operational efficiency, and compliance.

Job description


Position Summary

The Manager, Employee Experience & Total Rewards is responsible for the analytics, strategy, administration, and continuous improvement of CBC’s employee experience and total rewards programs. This role uses workforce data, program utilization, cost analysis, and employee insights to evaluate the effectiveness and value of HR programs and inform business and investment decisions.

The Manager serves as the enterprise owner for benefits, total rewards, onboarding, employee experience and employee programs, while partnering closely with Payroll & HRIS, Finance, HR Business Partners and vendors to ensure data integrity, operational efficiency, financial stewardship and measurable business impact. This role also provides critical backup support for payroll.

Key Responsibilities

Total Rewards & Benefits Analytics

  • Own the day-to-day administration and analytics associated with benefits and total rewards. 
  • Analyze benefits utilization, participation, cost trends and employee demographics to inform plan strategy. 
  • Manage benefits vendors and evaluate vendor performance, service levels and cost effectiveness.
  • Lead annual open enrollment and benefits communications in partnership with the Manager, Talent & Communications. 
  • Partner with Payroll & HRIS to ensure accurate benefits eligibility, deductions,interfaces and system data.
  • Support compensation and merit processes through data analysis, reporting,timelines and employee-facing materials.
  • Monitor total rewards trends and recommend changes based on cost, competitiveness,utilization and employee value.
  • Partner with Finance and HR leadership on total rewards budgeting,forecasting and investment decisions.

Employee Experience & Analytics

  • Own the enterprise employee experience strategy and key programs, using data to evaluate effectiveness and guide priorities. 
  • Develop and maintain employee experience metrics,dashboards,and recurring reporting. 
  • Analyze employee listening data, survey results, participation trends and feedback to identify opportunities and risks. 
  • Measure onboarding effectiveness, new-hire experience,and early-tenure trends. 
  • Analyze employee program participation,utilization and outcomes to inform investment decisions. 
  • Develop and manage recognition and engagement initiatives with defined measures of participation and effectiveness.
  • Coordinate employee events and enterprise HR programming while tracking participation,cost and outcomes. 
  • Partner with HR Business Partners to translate enterprise programs and insights into business-specific actions. 

Compliance & Risk

  • Support required employee communications and compliance activities related to benefits and employee programs.
  • Assist with audits,documentation,and data requests. 
  • Monitor program and vendor compliance and escalate identified risks. 
  • Maintain appropriate documentation,controls,and program records. 

Workforce Analytics & Reporting

  • Develop recurring workforce dashboards and reporting for HR leadership and business leaders. 
  • Analyze headcount, turnover, retention, tenure,demographics and other workforce trends. 
  • Identify trends by business, function and employee population and translate findings into actionable insights.
  • Support workforce planning through data analysis and trend identification. 
  • Partner with Payroll & HRIS to ensure data integrity and consistent definitions across HR reporting. 
  • Establish metrics that measure the effectiveness and value of employee programs. 

Payroll Backup & HR Controls

  • Serve as the designated backup to the Manager,Payroll,& HRIS. 
  • Maintain sufficient knowledge of payroll processes, calendars,controls,and critical procedures to provide coverage when needed. 
  • Support periodic payroll audits,reconciliation,and variance analysis. 
  • Review benefits/payroll interfaces for accuracy and assist with resolving data discrepancies. 
  • Maintain documented controls and procedures supporting payroll and benefits continuity.
  • Partner closely with Payroll & HRIS to reduce operational risk and ensure continuity between benefits,payroll and employee data. 

Program Effectiveness & ROI

  • Establish measures for major employee experience and total rewards programs. 
  • Evaluate program participation, cost,utilization and outcomes.
  • Track vendor performance against agreed service levels and business expectations. 
  • Identify opportunities to automate,simplify,or improve employee-facing processes.
  • Develop business cases for new or expanded employee programs. 
  • Conduct post-implementation reviews and recommend continuation,modification,or elimination based on data. 

Success Measures

  • Benefits cost per employee 
  • Benefits spend versus budget 
  • Benefits participation and utilization trends 
  • Employee program participation and effectiveness 
  • Employee listening and onboarding insights 
  • Turnover,retention and workforce trend reporting 
  • Payroll backup readiness and control effectiveness 
  • Benefits/payroll data accuracy 
  • Audit results and compliance 
  • Vendor performance and service levels 
  • Program ROI and cost-saving opportunities identified
  • Quality,timeliness and actionability of HR analytics 

Qualifications

  • Bachelor’s degree required.
  • SHRM or HRCI certification preferred. 
  • 5+ years of progressive HR experience. 
  • Experience with benefits, total rewards, HR analytics, employee experience or HR operations.
  • Experience in a variety of HRIS tools, ADP preferred.
  • Strong analytical,financial and problem-solving capability.
  • Experience developing dashboards, metrics,reportsor business cases preferred. 
  • Strong project management and organizational skills. 
  • Excellent communication and relationship-building skills. 
  • Ability to manage confidential information and sensitive employee data. 
  • Demonstrated ability to work across multiple businesses and competing priorities. 

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. 

  • Prolonged periods of sitting at a desk and working on a computer.
  • Frequent use of hands and fingers to operate office equipment, including computers, phones, and printers.
  • Ability to occasionally lift files, office materials, or packages up to 15 pounds.
  • Clear vision and hearing required for meetings, presentations, and reviewing financial documents.
  • Ability to move about an office environment and attend meetings in various office locations.

 

Work Conditions: The work conditions and characteristics described here are representative of those an employee encounters while performing the essential functions of this job. 

  • The role is typically performed in a professional office environment. 

Benefits: 

  • Competitive salary based on experience.
  • Benefits package including:
    • Comprehensive health insurance plan options
    • Vision and Dental Insurance
    • Company sponsored life insurance
    • Numerous voluntary benefit options – legal plans, pet insurance, discounted home and auto and more!
    • 401K with company match
    • Generous paid time off
    • 9 paid company holidays
  • Opportunities for professional development and career growth.
  • Dynamic and inclusive work environment with a supportive team culture.
  • Exciting projects and growth opportunities within a leading organization.
  • Opportunities to attend free local events, such as sporting events, concerts, shows, and more.

 

Pre-Employment Information:

  • A pre-employment drug screening is required. 
  • Capitol Broadcasting Company participates in E-Verify. 
  • Capitol Broadcasting Company participates in the Work Opportunity Tax Credit (WOTC) program. However, completing the WOTC questionnaire is completely voluntary. Your decision will have absolutely no impact on your hiring chances, and your application WILL be accepted regardless of whether you choose to provide this information or not.

 

EEO Statement:

Capitol Broadcasting Company is an equal opportunity employer. We are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.


CBC Statement:

Capitol Broadcasting Company, Inc. is a diversified communications company which owns and/or operates WRAL-TV, WRAZ-TV, WRAL-FM, WRAL-HD2, WNGT-CD, WCMC-FM, WCMC-HD1, WDNC-AM, WCMC-HD2, WCMC-HD3, WCMC-HD4, Microspace, and WRAL Digital in Raleigh, NC; WILM-TV and WILT-LD in Wilmington, NC; The Durham Bulls Baseball Club, Bull City Hospitality, and Coastal Plain League in Durham, NC; The Holly Springs Salamanders in Holly Springs, NC; The Zebulon Devil Dogz in Zebulon, NC; the American Underground startup hub in Durham, NC; and real estate interests including the American Tobacco Historic District in Durham, NC; Rocky Mount Mills in Rocky Mount, NC; MoJud Lofts in Greensboro, NC; and The Thread in Rock Hill, SC.




Apply